Human Capital Management (HCM) Consultant – UKG Pro

Here's what you need....

• Bachelor’s Degree or equivalent (12 years) work experience (If an, Associate’s Degree with 6 years of work experience)

• Minimum of 5 years of experience implementing UKG Pro (Legacy UltiPro) HR and Payroll HCM, or related experience

• Minimum of 2 years of experience in Human Resources or Payroll systems configuration, development, and support

Nice to have...

• Ability to work on complex, fast-paced projects in a collaborative team setting as well as independently

• Able to handle escalated issues, understand client needs and tailor solutions and responses to meet these needs

• Excellent written and verbal communicator; able to tailor communication types and styles to audience

• Excellent work ethic and professional attitude, displaying dependability and commitment to both WFI’s and the client’s success

• Excellent troubleshooting and problem-solving skills; conceptual thinking with an eye for detail

• Ability to analyze complex data or facts, summarize findings, and present results in a compelling way

• Ability to maintain a spirit of learning with a positive attitude of receiving feedback and ongoing training

• Drives by results, self-starter, takes initiative

• Human Resources, Computer Science or Business degree

• Experience presenting to executive-level audiences

• Experienced in creating strategic communication pieces for executive-level audiences

• Professional, Human Resources (PHR), Senior Professional, Human Resources (SPHR) or SHRM Certified Professional (SHRM-CP)

• Certified Payroll Professional (CPP)

As required by the Colorado Equal Pay Transparency Act, Accenture provides a reasonable range of minimum compensation for roles that may be hired in Colorado. Actual compensation is influenced by a wide array of factors including but not limited to skill set, level of experience, and specific office location. For the state of Colorado only, the range of starting pay for this role is

$90,288 - $148,900 and [Register to View]

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Accenture is an Equal Opportunity Employer. We believe that no one should be discriminated against because of their differences, such as age, disability, ethnicity, gender, gender identity and expression, religion or sexual orientation.

All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law.

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Requesting An Accommodation

Accenture is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

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Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

Candidates who are currently employed by a client of Accenture or an affiliated Accenture business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. Additionally, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company's legal duty to furnish information.